What partners should know before partnering with a search firm

Every leadership hire in private equity comes with high stakes, one wrong move at the senior level slows momentum and erodes value, delays transformation, and costs months of growth. That’s why choosing a search firm is a critical business decision with direct implications for the value of your portfolio.

When you partner with a search firm, their focus needs to be  locking in a leader capable of shaping culture, driving EBITDA, and delivering long-term enterprise value.

Why advisory over transaction matters

Many firms approach executive search as a transaction, a race to deliver a stack of résumés or the over-emphasis on brand name. In a private equity-backed environment, that shortcut leads to failure. The right partner goes further. They act as an extension of your leadership team, helping you define what you need, challenge assumptions, and create a plan for attracting the kind of leadership that will make an impact.

Industry data shows that executive placement failure rates can be as high as 45%. This is why firms like Kinsley Sarn emphasize an advisory-first model, leadership involvement, and post-placement assimilation that mitigates risks  most common in an executive search.

Focus on results, not résumés

One of the biggest mistakes when partnering with a search firm is thinking of it as just sourcing.  Instead of focusing on numbers, resumes, or process, it needs to be centered on what the partner will do to deliver leaders who directly influence enterprise value. Before you sign, ask: “What’s your track record in placing leaders who have delivered growth in portfolio companies?”

Kinsley Sarn differentiates itself by taking time to understand your culture, business objectives, and the traits of successful leaders in your portfolio. They don’t just find candidates, they find fit.

Senior-level involvement is essential 

In high-stakes hiring, delegation can be risky. Too often, the senior partners who pitch the engagement disappear once the search begins. You’re left with junior consultants who don’t fully understand your world or have the experience to assess a candidate’s fit.

At Kinsley Sarn, every search is led directly by Rick Kinsley or Jon Sarn. They personally interview every candidate, conduct assessments, and remain involved through onboarding. This consistency means accountability, insight, and better results.

Speed without cutting corners

In private equity, each month without a CFO, COO, or CHRO slows progress and reduces value. The best search partners combine speed with certainty. They compress timelines without cutting corners, ensuring a shortlist of the right candidates is in front of you as soon as possible.

Why private equity demands a specialist

Portfolio leadership roles are different from corporate ones. They require someone who can operate in ambiguity, make decisive moves, and deliver under the pressure of investor expectations.

Generic recruiters often don’t grasp these nuances. A firm that specializes in executive search for private equity understands what separates a good hire from a transformative one.

Clear communication, always

Transparency is the backbone of a good search partnership. That means clear timelines, frequent updates, and no surprises. Kinsley Sarn provides biweekly progress reports and regular alignment meetings throughout every search, ensuring everyone is informed and aligned.

A rigorous candidate evaluation process

Kinsley Sarn uses a structured, three-step evaluation process to ensure fit:

1. Predictive behavioral assessments to gauge leadership style.
2. In-depth performance history interviews.
3. Detailed reference checks.

These steps reduce the risk of poor hires and ensure candidates align with the role and culture.

Post-hire integration support

The partnership doesn’t end when a candidate signs. Kinsley Sarn supports leaders after placement with:

• Critical Success Profile: Helps new leaders quickly integrate by outlining key expectations and success factors identified during the search.
• New Leader Assimilation Workshop: Accelerates their impact by facilitating alignment with their new team and objectives.
• Executive Assessment: Conducted at 60–90 days to gather 360-degree feedback and ensure the leader is assimilating effectively.

This post-hire support improves long-term success and retention.

Industry-leading guarantee

If a placement does not work out within the first year, Kinsley Sarn will partner with the client to address any issues and, if necessary, conduct a replacement search for no additional fee. This guarantee reflects their confidence in the rigor of their process.

Beyond the “Headhunter” mindset

Traditional headhunters just take a brief and send résumés. An advisory-led search partner begins long before the role is live. They help define the scope, align it with your value creation plan, and bring a strategic lens to hiring.

This proactive approach helps avoid the costliest mistake of all: hiring for a poorly defined role.

Four key questions to ask before you sign

Before you choose a search partner, ask:

1. What’s your track record in PE-backed CFO, COO, or CHRO roles?
2. How do you ensure senior-level involvement from start to finish?
3. How do you balance speed and quality when presenting a shortlist?
4. How do you ensure the hire aligns with our value creation goals?

These questions reveal whether a firm truly understands your world—and whether they have the ability to deliver.